Presentation by Mahendra K. SHUKLA Manager: Development & PE PT ISPAT INDO Surabaya, Indonesia

HRM FOR LINE MANAGERS… SURVIVING IN BUSINESS “Corporate must change their Old Ways of doing business to survive in this new and extremely challenging environment. much of the burden of change will fall on the shoulders of the Line Managers.” {MANAGEMENT GURU} . Because of their critical place in the organization.

HRM FOR LINE MANAGERS… CHALLENGES FOR LINE MANAGERS • Rapidly Changing Business Environment • Pressure to “do more” with Fewer Resources • Downsizing of the Staff • Greater Workforce Diversity • Increasing Gap in Skill Availability and Job Requirements .

Identify the Critical HR Role Played by Line Managers 2. Competencies Required for Role Play 3.HRM FOR LINE MANAGERS… MAIN OBJECTIVES : 1. Relationship with HR (Personal) Team 4. Tools / Information to strengthen Line Managers .

HRM FOR LINE MANAGERS… INFORMATION FLOW DIAGRAM Senior Management Department Heads Personal (HR) Office Employee Organization Line Managers Employees .

Skills & Abilities .HRM FOR LINE MANAGERS… WHAT IS COMPETENCY ? “The Quality of being adequately or well qualified (Knowledge. Skills & Abilities} to perform assigned responsibilities at the level required to achieve organizational objectives. Being competent means the ability to control and operate the Process. Procedure or Control in the Plant environment. Competency? Knowledge. System.

HRM FOR LINE MANAGERS… HR Management Competency Requirement Mission Oriented General Management .

HR accountability should be seen as a continuous cycle. and Use the information on which accountability is ultimately based. . the Line Manager is directly accountable for the program impact of HR decision.HRM FOR LINE MANAGERS… SHARED HR ACCOUNTABILITY Generally. while the HR Team is directly accountable for the compliance of the action. “Shared Accountability” means that both HR Team and Line managers are ultimately accountable for effective and legally compliant HR System. A systematic approach enables the management to Identify. Collect. However.

HRM FOR LINE MANAGERS… PRIMARY ROLE OF LINE MANAGERS Feedback & Counseling Developing Good Staff Creating Positive Work Environment .

HR Laws & Procedures 2. Diversity . Workload Management 8. Internal Personal Skills 6. mentoring / coaching / counseling as core management competencies. Performance Management 10. Manage Teams 4. Leadership 5. Moral Building 12.HRM FOR LINE MANAGERS… Line Managers identified most HR skills : Knowing individual and team behavior. Conflict Management 7. Time Management 11. Manage Change 3. Customer Needs 9. They also identified the following as their highest priority : 1.

Teamwork Process including Motivation 5. Communication Techniques . Problem Solving Techniques 6. Change Management 7. Personal System Operation 2. Leadership Skills including Decision-making 4.HRM FOR LINE MANAGERS… HR TRAINING NEEDS FOR LINE MANAGERS 1. People Skills 3.

A supportive attitude shown by HR Team. Assistance provided in a timely manner.HRM FOR LINE MANAGERS… HR SERVICES FOR LINE MANAGERS Line Managers described the following „most valued‟ services they require from HR Office : (1) Help in achieving their mission. 3. (2) Help in dealing effectively with employees. The types of service can be provided by HR Office are : 1. . Collaborative relationship between the Line Manager and HR Team to effect needed action. Guidance directly applicable to the manpower issue involved. 2. and (3) Good and timely advice on the options available to accomplish particular task / program. 4.

F/U Date / Time -> Follow – up Date & Time.Check Mark . √ .HRM FOR LINE MANAGERS… FOLLOW-UP WORKSHEET Line Manager:___________________ Employee Comments HR Staff:_________________ Suggestion (s) / Solution (s)/Action Date:_________ F/U Date/Time Topic/Issue F/U √ Indicators: F/U -> Follow – up.

com Tel :(62) 31 788 7000 Extn : 1506 . SHUKLA Email : Shukla.LINE MANAGERS & HR TEAM AS PARTNERS THANK YOU Please Submit Questions & Feedback to: Mahendra K.Mahendra@mittalsteel.

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